The Measurability of the effectiveness Of Training and Development.

Abstract

The purpose of this study is to investigate the measurability of the effectiveness of training and development in 'Carton House'. In recent times there has been a significant emphasis on the evaluation of training and development. The research questions are; what are the methods of training used by Carton House? And what type of evaluation is used by Carton House to measure the effectiveness of training and development? The literature review includes key thinking on training and development and it outlines the main models of evaluation. The main models of evaluation include; Kirkpatrick(l976), Warr's CIRO (1970), Harnblin (1974) and Philips ROI model (1997. The research answers these questions through conducting qualitative and quantitative researcher. The qualitative data is expressed through the use of a questionnaire that includes open ended questions. The quantitative data is expressed through the use of surveys. The findings convey that employees were very satisfied with a recently outsourced training event. The findings also convey that there is no formal process of evaluation and that senior management are the key stakeholders involved in evaluation. The researcher has recommended that firstly 'Carton House' consider Harrison's (2005) eight stage process when designing training and development. Secondly the researcher suggests that each stake holder assumes certain responsibilities in the training and development process. Thirdly the researcher explains that different methods of training and development are available and that conducting a TNA is necessary to identify skill gaps and ensure that training and development is only conducted when it's needed. Lastly the researcher outlines an evaluation model that is recommended 'Carton House' utilise in order to evaluate every level of the training and development process and to calculate the ROI.